Influence of Organizational Power on Human Resources (HR) Recruitment in Afghanistan: Nepotism, Conflict of Interest, and Beyond

Abstract

Purpose – This study examines unethical recruitment practices within Afghanistan's HR sector, including nepotism, favoritism, and external pressures.

Design/methodology/approach – A survey was conducted among 127 HR professionals from various organizations in Afghanistan, including HR & Admin Officers, HR Assistants, HR Coordinators, HR Directors, HR Managers, HR Officers, HR Panel Members, and HR Specialists & Analysts. Participants were from international (50), national (65), and public (12) organizations.

Findings – Significant unethical practices such as nepotism, conflicts of interest, harassment, coercion, favoritism, personal connections, gender biases, local authority influences, financial incentives, and external pressures impact recruitment decisions. These practices violate principles of procedural fairness and trust in recruitment.

Research limitations/implications – Limitations include belief on self-reported data, sample representation, and cross-sectional design. Future research should involve longitudinal studies, broader samples, mixed-method approaches, and digital tools.

Practical implications – Implementing strict anti-nepotism policies, guidelines for conflicts of interest, measures to prevent harassment and coercion, and promoting transparency are essential. Training HR professionals in ethical practices is crucial.

Social implications – Addressing unethical recruitment practices promotes fairness, transparency, and inclusivity, enhancing organizational performance and employee commitment.